Any business with employees can benefit from having an employee handbook. A detailed and comprehensive employee handbook can do many things, including informing employees of company policies, a company’s history and founding, the goals and values the company holds, procedural information, human resource forms, and more. Having a handbook and adhering to the established guidelines can not only make operations clear for all employees but also be a means to avoid potential legal disputes in the future.
Suppose you are a California business with employees, and you do not have an employee handbook in place, or you would like to have one reviewed. In that case, you are welcome to reach out to a Los Angeles business attorney at Leiva Law Firm. Attorney Marlene Leiva has over twenty-five years of experience practicing business law in Los Angeles and knows how to help businesses succeed and avoid legal battles.
How to Create an Employee Handbook
An employee handbook is a great resource available to all employees in a company. By using clear and understandable writing, a handbook is an invaluable resource for employees. It can be used as an outline and reference for employees when it comes to knowing exactly what is expected of them, what their rights are, and what procedures are in place for various actions. As a company evolves, grows, and changes, an employee handbook should always be revisited for adjustments and updates when necessary.
Some of the most important elements to address in an employee handbook include:
- An explanation of the company’s culture and values and how critical the employees are to the company’s mission.
- An employee handbook should include an anti-harassment and anti-discrimination policy to avoid a toxic atmosphere and ensure a comfortable working environment for all employees. These policies should be straightforward and comply with all federal, state, and local laws and regulations.
- Setting the tone for what is expected of employees and managers’ behavior while at work can be done through the creation of a code of conduct.
- A dress code can define what type of wardrobe is acceptable at work and what is not.
- Employees who will have a company cell phone, computer, or other company-owned communications device should have guidelines developed for what appropriate use of these tools is and what is unacceptable.
- Employee benefits can be outlined in a handbook.
- An explanation of how reviews and promotions are conducted. This section should also detail what criteria must be met for raises.
- The use of performance improvement plans should go over what happens when employees do not meet performance goals.
- When new employees are brought on board, are let go, are laid off, or quit, a handbook should address the separation procedure as well as the onboarding process.
- Direction should be given on where to voice complaints or issues at work, and this section should be written in an open and hospitable manner.
In addition to all of the sections that an employee handbook should touch upon, employees should be required to sign a document acknowledging they have received the handbook, understand what it says, and agree to comply. Human resources should keep this employee acknowledgment in each employee’s personnel file.
Speak to an Attorney at Leiva Law Firm Today
Employee handbooks are incredibly beneficial to any company with employees. Drafting one can be an intensive task, and making sure that it follows employment law can make the process complex. For assistance, please call Leiva Law Firm at (818) 519-4465 today to schedule a free consultation.
